When an employee leaves a company, hiring managers often face the daunting task of finding a suitable replacement. However, many hiring managers fall into the trap of having unrealistic expectations when searching for a candidate to fill the vacant role. This can lead to a prolonged and frustrating recruitment process, ultimately resulting in a poor hiring decision.

The "Perfect" Replacement

Hiring managers often idealize the departing employee, remembering only their strengths and accomplishments. They then create a mental image of the "perfect" replacement, expecting the new candidate to not only match but surpass the skills and qualities of their predecessor. This unrealistic expectation can lead to a never-ending search for a candidate who may not even exist.

The "Superhero" Syndrome

Hiring managers may also expect the new candidate to possess a wide range of skills and qualities that are not necessarily essential for the role. This "superhero" syndrome can result in a job description that is overly broad and demanding, deterring potential candidates who may be perfectly qualified for the position.

The "Clone" Conundrum

Another common mistake is expecting the new candidate to be a clone of the departing employee. Hiring managers may prioritize finding someone with the same background, experience, and personality traits, rather than considering a candidate with a fresh perspective and new ideas. This approach can lead to a lack of diversity and innovation in the team.

Why did the Employee leave? What If… Chances are…

Often hiring managers neglect to consider “why did the employee leave” in the first place. Was it for more advancement? More advanced training or learning opportunity? Higher pay?

If indeed a similar candidate to the departed employee is available in the market, the chances are that candidate would want to leave their current roles for the same reasons the employee left. Therefore they would not last long if they would even consider the opportunity.

The Consequences of Unrealistic Expectations

Having unrealistic expectations can have serious consequences, including:

• Prolonged recruitment process
• Overlooked qualified candidates
• Poor hiring decisions
• Increased turnover rates
• Decreased team morale

Breaking the Cycle

To avoid these pitfalls, hiring managers must take a step back and reassess their expectations. Here are some tips to help you find the right candidate:

• Define the essential skills and qualities required for the role
• Consider speaking with a market expert to learn current available skills
• Consider a diverse range of candidates
• Focus on finding the best fit, not a clone
• Be open-minded and willing to train and develop the new candidate
• Set realistic expectations and timelines

Conclusion

Hiring managers must recognize that finding a replacement for a departed employee is not about finding a carbon copy, but about finding the best candidate for the role. By setting realistic expectations and focusing on the essential skills and qualities required, hiring managers can increase their chances of finding a suitable candidate and avoiding the pitfalls of unrealistic expectations.